Frequently Asked Questions

No, the United States Department of Transportation (DOT) is not regulated by the Occupational Safety and Health Administration (OSHA). While both agencies are part of the United States federal government, they have different areas of jurisdiction and responsibility. However, according to OSHA, "The DOT regulation preempts enforcement, and DOT has jurisdiction. However, if the vehicle is an intrastate truck, OSHA has jurisdiction. Only another Federal agency may preempt OSHA's jurisdiction."

The DOT regulates transportation-related activities, including moving goods and people by truck, train, airplane, and other means. Its regulations cover a range of issues related to transportation safety, including drug and alcohol testing, security, and environmental concerns. At the same time, OSHA ensures safe and healthy working conditions for employees in all industries. Its regulations cover many workplace safety issues, such as using hazardous materials, equipment safety, and workplace ergonomics.

However, there are some areas where the regulations of the DOT and OSHA may overlap. For example, both agencies have rules related to handling hazardous materials and work together to ensure that these regulations are consistent and complementary.

While the DOT and OSHA are federal agencies that regulate different safety aspects, they have other areas of responsibility, and they are not directly controlled by one another.

Medical Review Officer (MRO) is a licensed physician specializing in interpreting and evaluating drug test results in the workplace. MROs play a critical role in the drug testing process for employers, particularly those in the transportation, healthcare, and manufacturing industries, where safety is a top priority.

MROs are responsible for verifying drug test results and determining whether an individual has a legitimate medical reason for a positive test result, such as a valid prescription for a medication that could cause a positive test. They also ensure the privacy and confidentiality of the drug test results and work closely with laboratories, employers, and employees to ensure compliance with applicable laws and regulations.

In addition to reviewing drug test results, MROs also serve as a resource for employers and employees on drug testing policies and procedures and drug and alcohol abuse prevention and treatment programs. Overall, the role of the MRO is to help maintain a safe and drug-free workplace by ensuring the accuracy and integrity of drug testing programs.

DOT drug tests are federally regulated with strict guidelines for specific transportation industries, ensuring uniformity and compliance across safety-sensitive positions. These tests follow the Department of Transportation (DOT) standards, which include specific procedures, chain-of-custody protocols, and the use of certified laboratories to screen for substances like marijuana, cocaine, opioids, amphetamines, and PCP.

Non-DOT drug tests are governed by individual company policies and state laws, providing more flexibility in testing procedures and the range of substances screened. Non-DOT tests can include a broader spectrum of drugs, such as benzodiazepines and barbiturates, tailored to the specific needs and regulations of the employer.

Training in drug and alcohol testing is required to ensure drug screen compliance with both DOT and non-DOT. Training teaches collectors the specific procedures for DOT-regulated industries to maintain proper chain-of-custody, maintain compliance with federal regulations, and safeguard public safety. For non-DOT settings, adequate training also helps establish consistent and effective testing protocols that align with company policies and state laws. This training ensures the accuracy and reliability of test results, supports workplace safety, and minimizes legal risks by ensuring adherence to established guidelines and procedures.

The difference between DOT and non-DOT drug tests lies primarily in the regulatory standards and the industries they apply to:

Regulatory Authority:

• DOT Drug Tests: These tests are regulated by the Department of Transportation (DOT) and are mandated for employees in safety-sensitive positions within transportation industries, such as trucking, aviation, railroads, transit, and pipelines. The regulations are outlined in 49 CFR Part 40.
• Non-DOT Drug Tests: These tests are not regulated by the DOT. Instead, they are conducted according to company policies and state laws. Non-DOT tests apply to employees in industries outside the scope of DOT regulations.

Testing Procedures:

• DOT Drug Tests: Follow strict procedures and guidelines set by the DOT, including specific testing protocols, chain-of-custody requirements, and the use of certified laboratories. The test typically screens for five substances: marijuana, cocaine, opioids, amphetamines, and PCP.
• Non-DOT Drug Tests: The procedures vary widely depending on the employer's policies and state regulations. These tests can screen for a broader range of substances beyond the DOT's five-panel test, including additional drugs like benzodiazepines, barbiturates, and others.

Documentation and Reporting:

• DOT Drug Tests: Require detailed documentation and reporting to ensure compliance with federal regulations. Positive results must be reviewed by a Medical Review Officer (MRO) and reported to the appropriate DOT agency.
• Non-DOT Drug Tests: Documentation and reporting are determined by the employer's policy and applicable state laws. There may be less stringent documentation requirements compared to DOT tests.

Consequences of Positive Results:

• DOT Drug Tests: Positive results can lead to immediate removal from safety-sensitive duties, mandatory evaluation by a Substance Abuse Professional (SAP), and completion of a return-to-duty process before resuming safety-sensitive functions.
• Non-DOT Drug Tests: Consequences of positive results vary by employer and state law. Employers may have more flexibility in handling positive tests, including disciplinary actions, rehabilitation programs, or termination.

Frequency of Testing:

• DOT Drug Tests: Employees are subject to various types of testing, including pre-employment, random, post-accident, reasonable suspicion, return-to-duty, and follow-up testing, all following DOT guidelines.
• Non-DOT Drug Tests: Testing frequency and types depend on the employer's policies. While some companies may adopt testing categories similar to the DOT, others may have different requirements.

DOT drug tests are federally regulated with strict guidelines for specific transportation industries. In contrast, non-DOT drug tests are governed by individual company policies and state laws, offering more flexibility in testing procedures and substances screened.

DOT regulations signify the stringent oversight exerted by the U.S. Department of Transportation (DOT), a federal agency established in 1966. The DOT is instrumental in fostering a safe, efficient, modern transportation ecosystem, unifying various transportation modes, including air, road, rail, and maritime. Regulations were implemented to mitigate the risks associated with the fast-evolving transportation landscape, ensuring safety, environmental sustainability, and operational efficiency. Various sub-agencies under the DOT umbrella, like the FMCSA, FRA, FAA, FTA, PHMSA, and USCG, enforce these regulations across different sectors of the transportation industry.

The DOT regulates the following covered employers

• Federal Motor Carrier Safety Administration (FMCSA)
• Federal Railroad Administration (FRA)
• Federal Aviation Administration (FAA)
• Federal Transit Administration (FTA)
• Pipeline and Hazardous Materials Safety Administration (PHMSA)
• United States Coast Guard (USCG)

DOT regulations are intended to promote safety in transportation and prevent accidents, injuries, and fatalities. These regulations cover a wide range of topics, including driver qualification, vehicle maintenance and inspection, hours of service, hazardous materials transportation, and drug and alcohol testing.

Examples of how DOT regulates covered employers

Federal Motor Carrier Safety Administration (FMCSA):

• Drug and Alcohol Testing: FMCSA mandates testing for commercial drivers, including pre-employment, random, post-accident, and follow-up testing. It sets the protocols for the collection and handling of specimens and the reporting of results.
• Reasonable Suspicion Training: Supervisors must receive training on identifying signs of drug and alcohol use, leading to reasonable suspicion testing.
• Hours of Service Regulations: This regulation ensures that commercial drivers adhere to specified limits on the number of driving and working hours to prevent fatigue-related accidents.

Federal Railroad Administration (FRA):

• Drug and Alcohol Testing: It requires railroad employees performing safety-sensitive functions to undergo regular and random drug and alcohol testing.
• Reasonable Suspicion Training: Supervisors in the railroad industry are trained to identify and address employees who may be impaired by drugs or alcohol.
• Railroad Track Maintenance: Standards and regulations are enforced for the inspection, maintenance, and repair of railroad tracks to ensure safe and efficient railroad operations.

Federal Aviation Administration (FAA):

• Drug and Alcohol Testing: Airline employees, especially pilots and aircrew, are subject to stringent pre-employment, random, and post-accident drug and alcohol testing.
• Reasonable Suspicion Training: Supervisors and managers are trained to detect signs of drug and alcohol impairment.
• Aircraft Maintenance: The FAA sets and enforces standards for the maintenance and inspection of aircraft, ensuring they are safe to operate.

Federal Transit Administration (FTA):

• Drug and Alcohol Testing: Oversees the drug and alcohol testing of employees in public transportation, ensuring that operators are sober and fit for duty.
• Reasonable Suspicion Training: Supervisors are trained to make informed decisions for testing based on observable signs of impairment.
• Public Transportation Safety: Regulations are enforced to ensure the safety and security of public transportation systems, including buses and subways.

Pipeline and Hazardous Materials Safety Administration (PHMSA):

• Drug and Alcohol Testing: Mandates testing for individuals involved in the operation, maintenance, and emergency response of pipeline and hazardous materials transport.
• Reasonable Suspicion Training: Training supervisors to identify the symptoms and behavior associated with drug and alcohol use.
• Pipeline Safety Standards: PHMSA sets regulations for the design, construction, operation, and maintenance of pipelines to prevent leaks and other hazards.

United States Coast Guard (USCG):

• Drug and Alcohol Testing: Mandates rigorous drug and alcohol testing protocols for maritime employees to ensure safety at sea.
• Reasonable Suspicion Training: Supervisors are trained to identify signs of impairment to ensure maritime safety and compliance.
• Vessel Safety Checks: The USCG inspects vessels to ensure they are seaworthy, equipped with proper safety gear, and comply with federal laws and regulations.

Each of these agencies has a specific focus within the transportation sector, ensuring that not only are drug and alcohol regulations enforced but also that other safety, security, and operational standards are met. These additional examples are key aspects of each agency's broader regulatory framework.

The U.S. Department of Transportation (DOT) requires drug and alcohol testing for employees in safety-sensitive positions to help ensure the safety and security of transportation systems. Drug and alcohol use can impair an employee's ability to perform critical job functions, particularly in safety-sensitive positions such as commercial drivers, pilots, and railroad workers.

Drug and alcohol testing is designed to deter drug and alcohol use, identify employees who may have a substance abuse problem, and assist those employees in getting the help they need. DOT drug and alcohol testing also helps to identify and remove from safety-sensitive positions those employees who test positive for drugs or alcohol.

The specific drug and alcohol testing requirements for DOT-regulated employers are outlined in the DOT's regulations, which specify which substances must be tested for, the types of tests that must be used, the procedures for sample collection and testing, and the consequences of a positive test result.

Overall, the DOT requires drug and alcohol testing to promote safety in transportation industries by deterring substance abuse, identifying and assisting employees who may have a substance abuse problem, and removing from safety-sensitive positions those employees who test positive for drugs or alcohol.

Reasonable suspicion training is required for DOT-regulated supervisors to help them identify and respond to potential drug and alcohol use by employees in safety-sensitive positions.

The DOT requires that supervisors receive this training to ensure that they can recognize signs and symptoms of drug and alcohol use and take appropriate action when necessary.

Training is critical to maintaining a safe workplace and preventing accidents, injuries, and fatalities. Supervisors who receive this training are better equipped to identify potential substance abuse issues and take appropriate action, such as removing an employee from safety-sensitive duties, referring the employee for testing, and ensuring that the employee receives appropriate treatment and follow-up.

Overall, reasonable suspicion training is an essential component of the DOT's drug and alcohol testing program and helps to ensure that supervisors are prepared to take action when necessary to promote safety in transportation industries.

An eLearning platform is a digital platform that provides an online environment for learners to access educational materials and courses. EaslerLMS is one such eLearning platform that helps organizations deliver original content to unlimited employees and learners. With EaslerLMS, organizations can create and manage their online courses and training materials and provide access to their employees and learners via the platform.

In addition to creating and managing original content, EaslerLMS offers industry-specific content created by attorneys with experience in adult learning and compliance topics. This means that organizations can access high-quality training content tailored to their industry and regulatory requirements without creating the content themselves.

The attorneys who create the industry-specific content for EaslerLMS have experience in adult learning, meaning that the content is designed with adult learners in mind, considering their specific learning needs and preferences. This can help ensure the training is engaging, relevant, and effective.

Overall, EaslerLMS provides organizations with a comprehensive eLearning solution that enables them to deliver original content and industry-specific training to their employees and learners, all in one platform. This can help organizations to improve their employee training programs, increase employee engagement and retention, and ultimately achieve their business objectives more effectively.

To dispatch SCORM files in your LMS, a minimum of 100 credits must be purchased at a rate of $20 per credit, totaling a minimum of $2,000. This cost covers minor customization to include one or more workplace policies, such as a drug-free workplace policy.

The course credits do not have an expiration date. To learn more about how SCORM dispatch can facilitate training in third-party learning management systems, please contact us at 1-888-390-5574 or email us at [email protected].

We want to ensure you receive the most out of your investment. Course content credits purchased on WorkTraining.com never expire, while credits earned through eLearning only expire if a subscription is canceled. By maintaining an eLearning subscription, credits will automatically roll over.

Please note that content credits expire once a learner accepts a course invitation, regardless of course completion. To better understand how content credits work, don't hesitate to contact us at 1-888-390-5574 or email [email protected]. Our team is always here to assist you.

We're here to make the transition as seamless as possible. There is no additional cost for a new dispatch. Inform us of the desired switch date, and we will create a new dispatch file and transfer any unused credits from the old dispatch. Please let us know how we can further assist you.

SCORM files or courseware is an XML file that uses SCORM Tracking Information Model standards to store data. SCORM’s XML file is readable by a variety of eLearning authoring tools, allowing for easy courseware creation and publishing, and can be implemented with open-source learning management systems such as Moodle or proprietary learning management systems such as Cornerstone, AbsorbLMS, Docebo, or any other third-party learning management system that is SCORM compatible.

To meet the rising demand for eLearning course materials, SCORM was developed in the late 1990s as a standard eLearning courseware file format by Advanced Distributed Learning (ADL).

SCORM has been a leading e-learning standard that provides detailed specifications for integrating online training, allowing organizations to convert existing courses into industry-standard web-based content packages, making them available “over the wire” and delivering them efficiently from any learning management system provider supports SCORM.

SCORM is a fully compliant SCORM 1.2 product, meaning it includes complete SCO functionality, including administrative capabilities such as Check-In/Check-Out, SCO data tracking and storage, SCO event reporting, SCO course completion reporting, SCORM 1.2 SCO status queries, SCORM 2004 SCOs, semantic versions 3 and 4 SCOs, SCORM 2004 results extraction (reporting), SCORM 2004 result storage (reporting), SCORM 2004 action/result input parameters (reporting) and more SCORM SCO capabilities.

SCORM also provides a standard eLearning courseware file format, which allows for interoperability between systems and easy courseware creation and publishing. SCORN adheres to SCORM specification 1.2 and SCORM 2004 specifications and SCORM semantic versions 3 and 4. This makes SCORM an excellent choice for any learning management system that is SCORM compatible.

A SCORM Learning Management System (LMS) is an online platform that allows learners to access and interact with training materials. It is designed to support e-learning by applying tracking and reporting tools to courseware, enabling efficient management, analysis, and reporting of training activities. SCORM compliance ensures interoperability and reusability across learning management systems, providing a standardized approach to e-learning content development and delivery.

SCORM e-learning can help your business by helping you train new hires quickly, improve collaboration between workers, give managers better visibility into employees’ performance, automated SCORM reports for compliance purposes, provide SCORM certification tracking for credentialing purposes, and with SCORM’s standardization allows third parties to create eLearning programs that are SCORM compatible which gives you access to a broader range of learning.

We require a minimum order of 100 seats for courseware, and pricing is $20 per user per course for our non-instructor lead courses. Retail pricing will apply for courses requiring an instructor to complete proficiency assessments.

For more information on our courseware, don’t hesitate to contact us at 1-888-390-5574 or book a meeting.

Phencyclidine – more popularly known as PCP – and its analogs fall under dissociative drugs. Though initially developed to be an anesthetic, this drug is hazardous and classified as a DEA Schedule I or II drug.

This may be confusing, as Schedule I drugs are known to have no accepted medical uses. In contrast, Schedule II drugs have acceptable benefits but must be controlled in limited quantities. When PCP was first developed, it was designed to be an anesthetic, but it has no known or approved medical uses today, so it is classified and treated as a Schedule I drug.

Drug Details – What Is PCP?

A dissociative anesthetic, PCP, puts the user in a trance-like sedated state. While the user may not lose consciousness, they will feel detached from reality, their environment, and their body.

The History of PCP

In the 1950s, researchers developed PCP to create a new intravenous anesthetic. However, the resulting drug caused several side effects, including delirium, hallucinations, and manic episodes. As a result, by the 1960s, PCP research was discontinued, and Ketamine was developed as a potential replacement.

Ketamine is considered safe for human use and a Schedule III controlled substance. PCP, on the other hand, has a place on either the Schedule I or II lists. When pure, PCP is a white crystalline powder that can easily dissolve in liquids. However, most PCP found on the street today contain contaminants that will cause the drug to take on a gummy consistency and be yellow or dark brown.

Illicit PCP and its analogs can be swallowed, injected, or smoked in many forms. These include tablets, capsules, or powders, and there is a liquid form. To smoke it, users typically spray liquid PCP over marijuana, tobacco, oregano, parsley, or mint, wait for the leaves to dry, and then smoke them.

Street Names for PCP and PCP Analogs

A lot of people refer to PCP by its abbreviation, but there are also a few different slang terms for the drug and its analogs, including:

• Angel dust
• Hog
• Love boat
• Boat
• Peace Pill
• Wack
• Ozone
• Green Kryptonite

Side Effects of Using PCP and Its Analogs

Some of the most common side effects associated with using PCP and its analogs include:

• Slurred speech
• Numbness, especially in the extremities
• Rapid, involuntary movement of the eyes
• Memory loss
• Depression
• Weight loss
• Drooling
• Blurred vision
• Depressed respiration
• Increased blood pressure
• Seizures
• Coma

Some of these symptoms may only appear when PCP is in use, but some can persist for up to a year after it was taken. With extended use of the drug and its analogs, you can expect to experience more of these adverse side effects.

What Does the High From PCP Feel Like?

Getting high on PCP will usually initially make the user feel detached from their body and their surroundings. After this initial dissociation, they may experience slurred speech and loss of coordination, often combined with a feeling of invincibility.

A PCP overdose is usually accompanied by depressed respiration and seizures and may result in a coma or death. This is more common with users who have been getting high on PCP for an extended time, but someone who does not know how much to take could also overdose the first time they try it.

That’s an interesting question that’s probably been asked by college athletes and employees in various sectors more times than you could count. In the United States and Canada, the most common means of testing for marijuana use is urine testing. Passing such a test is often required to remain on an athletic team or gain and keep employment.

So what’s the answer? Well, it’s a definitive “It depends.”

Urine Testing

The active ingredient in marijuana is THC. A urine test looks for the presence of THC-COOH, a metabolite of THC, and it’s produced when the liver breaks down the THC in marijuana and remains in the body for much longer.

The rate of THC metabolism varies from person to person, and it’s also affected by how much marijuana has been used. Generally speaking, a first-time user or someone who only smokes occasionally will probably deliver a positive urine test anywhere from a day to three days after use. By the end of four days, infrequent users will be below the level required to deliver a positive urine test, according to the NDCI (National Drug Court Institute).

Frequent users will likely test for about a week following their most recent use but will probably show a negative at the ten-day point. That said, there’s no guarantee that a heavy user will be free from THC metabolites within ten days – some users even test positive a month after they’ve last used. And in one (admittedly extreme) case, a user-tested positive on the 67^th day following his last use.

Is It Possible to Fool a Urine Test?

Again, athletes and employees have reason to be concerned. Marijuana is one of the most common drugs tested for, and it can get a user into just as much trouble as hard drugs when it comes to being kicked off the team or losing a job.

Drinking a lot of water to dilute the THC metabolites in the urine is the most scientifically sound solution – water dilutes EVERYTHING in the urine. But the chances of a person being able to consume enough water to achieve a negative result if they have been smoking marijuana are slim to none. Besides, diluted urine will immediately be flagged as tampered with.

As to the products available on the Internet that purport to “clean” the urine, users might just as well tear up their money and flush it down the toilet with any tainted urine they’re trying to get rid of.

And if the drug test is DOT mandated, forget it. DOT urine specimen collectors are highly trained, and they’ve completed courses that qualify them in essentially foolproof collection techniques. Substituting someone else’s urine or otherwise tampering with the specimen is simply not going to be possible. They never leave a subject alone for even a second, so substituting someone else’s urine isn’t possible.

People who don’t want to test positive for marijuana use would be well advised to leave the weed alone. The length of time that it can remain in the system is entirely too variable, and the test is reliable. The only truly reliable way to prevent a positive result is not to use it.

A DER, or Designated Employer Representative, plays a key role in many drug and alcohol-free workplace program functions[1]. When a drug test is performed, employees must be removed from their duties. When further information is needed about the company’s alcohol and drug policies, the DER is responsible and is the best source of accurate information regarding drug and alcohol testing.

WHAT ROLE DOES THE DER PLAY?

A DER is:

• A company employee (a contractor cannot be a DER).
• Someone who is trained specifically to be a DER.
• Someone readily available to make crucial policy determinations for employees.

The main purpose of a DER is to be the authority on federal, state, and company drug and alcohol-free workplace policies. The DER is in charge of ensuring the safe and timely removal of any employee found in violation of company policy.

A company may have multiple DERs to ensure availability during shifts or in an emergency[2]. The owner or employer of a small business may also act personally as a DER[3] under §40.3, but the law does not permit one DER to be under contract for multiple companies.

A DER is responsible for the operation of the company's drug and alcohol-free workplace policy, meaning she is responsible for all of the following and more:

• Educating employees on the policy;
• Ordering drug and alcohol tests;
• Ensuring program compliance with applicable regulations;
• Removing employees from safety-sensitive functions;
• Making certain refusal to test determinations;
• Offering advice to supervisors regarding suspicion determinations;
• Maintaining all documentation[4];
• Reviewing results from Medical Review Officers (MROs) and Breath Alcohol Technicians (BATs)[5]; and
• Ensuring employee and supervisor training and records are up-to-date and comprehensive.

SHOULD A DER TAKE REASONABLE SUSPICION TRAINING?

Yes, anyone designated as a DER should take reasonable suspicion training and be properly trained in best practices regarding drug and alcohol-free workplace policies. Since a DER is essentially the company drug and alcohol-free workplace guru, it is imperative that the DER not only learn the signs and symptoms of drug and alcohol use but that the DER become the company expert in reasonable suspicion determinations.

To register for the Reasonable Suspicion Training course or more information on the training, a DER must receive and register for a course and visit our DER training page.

References:

[1] https://www.transportation.gov/sites/dot.gov/files/docs/ODAPC_Employer_Guidelines_%20June_1_2015_A.pdf

[2] https://www.transportation.gov/sites/dot.gov/files/docs/ODAPC_Employer_Guidelines_%20June_1_2015_A.pdf

[3] https://www.transportation.gov/odapc/part40QA/40_3

[4]

[5] https://www.transportation.gov/sites/dot.gov/files/docs/ODAPC_Employer_Guidelines_%20June_1_2015_A.pdf 

[6] https://www.transportation.gov/odapc/part40

When a United States Department of Transportation qualified breath alcohol technician (DOT BAT) is faced with testing an employee for alcohol, how does the DOT BAT ensure safety and security during the testing process? What if the employee refuses to provide a sample over concerns about contracting the virus?

ODAPC has repeatedly reinforced during the pandemic that “it is the employer’s responsibility to evaluate the circumstances of the employee’s refusal to test and determine whether or not the employee’s actions should be considered a refusal as per 49 CFR § 40.355(i).” Thus, in a novel, COVID-related situation like this, the ultimate authority to determine a refusal will be up to the employer. Here are some techniques to prevent the spread of and overcome objections:

Utilize a Disposable Saliva Test

The DOT has approved certain saliva tests for alcohol screening, known as Alcohol Screening Devices (ASDs).[1] These are the preferred method for alcohol testing during the pandemic as they do not generate “significant respiratory droplets or bio-aerosols.”[2] These devices are capable of screening for the presence of alcohol in an initial screening. If the result is negative, then the test is complete. If the screening is non-negative, then the employee must be tested again using an Evidential Breath Testing Device (EBT Device) which uses breath (there are currently no alcohol tests approved by the DOT which can perform confirmation tests). Note that, per 49 CFR Part 40.213, the technician who conducts any alcohol test must be trained in the use of the device before the technician can conduct the test, even if the technician already qualifies under a different device.[3]

Sanitize

Cleaning and sanitizing a breath alcohol device is not impossible. While many manufacturers discourage the use of alcohol-based disinfectants (some going so far as voiding warranty) in or around the intake, many others are just fine to use an alcohol-based solution to sanitize the surface of the device.[4] Check with your EBT manufacturer to be sure. In the alternative, an antimicrobial cleaner or disinfectant that doesn’t contain alcohol may be used. In any case, if you do use an alcohol-based disinfectant, you will need to wait for any residual alcohol to dissipate and for the surface to dry. Depending on how much you used and the surface of the device, this could take as little as 15 minutes or as long as an hour or more. An Evidential Breath Testing Device (EBT Device) approved by NHTSA will run an air blank to check if there is any residual alcohol before a test can be completed. That is your final check to be sure there is no residual alcohol.

Follow Procedures

The breath testing procedure, well before COVID, provided for a fairly secure method of preventing contraction or cross-contamination. In particular, the mouthpieces are each individually sealed and disposable and designed to be used only once. In a recent study, the manufacturer Lifeloc announced that it had simulated a test with a highly infected test subject and found that there were “no detectable viruses with the FC Series and L Series units” and thus a subsequent subject, according to the study, did not present the risk of contraction.[5]

Limit Contact:

1. The BAT should be wearing a mask and following local, state, and federal guidelines whenever possible including ensuring safe distances and sanitization of points of contact in the facility (doorknobs, pens, counters, etc.).
2. The BAT will utilize a new set of gloves for each test.
3. BATs should not touch the end of the mouthpiece, even with gloves, that the employee will breathe into. This includes before and after the test.
4. Do not allow the employee to touch the device itself and provide instructions in advance of testing to this effect.
5. Also, do not allow the employee to touch any unopened mouthpieces except the one(s) to be used in the test
6. The employee should also wear a mask when not performing the test.
7. The BAT should utilize the ejection tab on the device, rather than pulling the mouthpiece off manually, and eject the used mouthpiece directly in the trash receptacle.
8. Ensure that the outflow of breath from the device is facing away from the BAT.
9. The BAT should wear a face shield or other eye protection in addition to a mask, ideally an N95.

Following these procedures as well as CDC guidance, a technician can mitigate a substantial amount of contraction risk during the process between the technician and the employee tested. An alcohol test is an extremely time-sensitive test, so a rescheduled test is likely to place the employee well outside of the detection window. Thus, a significant interest in safety is implicated in encouraging the test to be completed, but if testing sites are not taking sufficient safety precautions, the employer is well within their rights to reschedule a test rather than consider a failure to test a refusal.[6] All other regulations still apply.

References:

[1] See, e.g.,

[2] http://acoem.org/COVID-19-Resource-Center/COVID-19-Q-A-Forum/What-are-the-occupational-medicine-guidelines-for-conducting-BATs-in-light-of-the-COVID-19-pandemic

[3][3] 49 C.F.R. Part 40.213. For training on the use of an

[4] See, e.g., https://lifeloc.com/covid

[5] (Noting that only Lifeloc devices were tested).

[6] https://www.transportation.gov/odapc/compliance-with-dot-drug-and-alcohol-testing-regulations

Hair follicle testing, or what most call a hair drug test, detects illicit drugs, alcohol, or date rape drugs in a person's system. The test can identify substances like marijuana, cocaine, methamphetamine, ecstasy, phencyclidine (PCP), and opiates such as morphine.

The accuracy of the results is high, covering up to 90 days of drug use, and the sample collection process is easy to observe, minimizing the possibility of sample tampering, which is common with urine testing.

Hair samples about an inch and a half long are collected, representing three months of growth. The drug concentration in the hair increases as it grows, with the drug closest to the scalp indicating recent drug use. A positive test result usually requires at least three instances of drug use. This method is reliable since there is no way to manipulate the sample once it has been taken.

Hair dye will not typically result in a negative drug test. Hair drug tests are designed to analyze the chemical structure of the hair for traces of drugs and their metabolites, which become embedded in the hair shaft as it grows. While hair dye can change the color and appearance of hair, it generally does not affect the presence of drug metabolites within the hair shaft itself.

However, some hair treatments, such as bleaching or heavy chemical processing, might potentially impact the hair sample's integrity and affect the test results. It is important to note that most standard hair dyeing processes do not interfere with the detection of drugs.

For accurate results, always inform the testing facility about any hair treatments you have recently undergone, including dyeing or chemical treatments. Proper drug and alcohol testing training ensures that technicians are aware of these factors and can account for them during the testing process, maintaining the reliability and accuracy of the results.

Certain medications can result in false positives on drug tests. A false positive occurs when a drug test detects the presence of a substance that is chemically similar to an illicit drug, even though the individual has not used the illicit drug. Here are some common examples of medications and the substances they might be mistaken for:

Over-the-counter medications

• Pseudoephedrine (found in cold medications) can be mistaken for amphetamines.
• Ibuprofen (used for pain relief) has been known to cause false positives for THC, the active ingredient in marijuana.

Prescription medications

• Antibiotics such as amoxicillin can sometimes cause false positives for cocaine.
• Antidepressants like sertraline (Zoloft) can result in false positives for benzodiazepines or LSD.
• ADHD medications like methylphenidate (Ritalin) can be mistaken for amphetamines.

Other substances

• Certain antiretroviral drugs used to treat HIV can cause false positives for marijuana.
• Quinolone antibiotics can sometimes be mistaken for opiates.

When a drug test yields a non-negative result, it may be reviewed by a Medical Review Officer (MRO). An MRO is a licensed physician responsible for interpreting and evaluating test results, considering any legitimate medical explanations for a positive result. The MRO will review the individual's medical history, prescription medications, and other relevant information.

Proper drug and alcohol testing training is crucial for technicians to interpret test results and identify potential false positives correctly. While technicians can perform initial screenings, only Medical Review Officers (MROs) have the authority to determine if a result is a false positive or a legitimate non-negative.

An MRO is a licensed physician responsible for interpreting and evaluating test results in the context of an individual’s medical history, prescription medications, and other relevant factors are needed to ensure that any positive test result due to legitimate medications or other substances is accurately identified and that individuals are not unfairly penalized. Confirmatory testing, such as gas chromatography-mass spectrometry (GC-MS), is also used to verify initial test results and eliminate the possibility of false positives.

Drug and alcohol training has become pretty common across the board these days. Most businesses have a policy detailing their stance on alcohol and drug use on the property. Most also practice random drug testing to create a safer workplace for employees and a better customer environment. However, some people require something a bit more – DOT drug and alcohol training.

Drug and Alcohol Training For Those in Authority

This type of training is designed for managers, supervisors, team leaders, and others in positions of authority within the workplace. This applies to all transportation companies, regardless of the number of employees, including companies with fewer than 50 covered employees. Of course, it’s a good idea for all employees to go through this type of training if it’s financially feasible for the company.

What Does It Cover?

According to the FMCSA (Federal Motor Carrier Safety Administration), “each employer shall ensure that all persons designated to supervise drivers receive at least 60 minutes of training on alcohol misuse and at least 60 minutes of training on controlled substance use. The supervisors will use this training to determine whether reasonable suspicion exists to require a driver to undergo testing.”

In terms of topics covered, DOT drug and alcohol training should provide students enrolled in the course with information concerning the speech, physical, performance, and behavioral indicators of alcohol or drug misuse in the workplace. Once the 120 mandated minutes of training is completed, students are not required to repeat the course.

Training Types

There are numerous types of DOT drug and alcohol training beyond previously mentioned, called “reasonable suspicion training.” In addition, there is breath alcohol training, certified urine specimen collector training, train-the-trainer courses, and drug-specific courses.

Determine Your Needs

Because there are so many different options in terms of available DOT drug and alcohol training, it’s important to understand the requirements that apply to you. If you’re a manager or supervisor within a transportation company, then reasonable suspicion training will be required. However, if you’re considering a career in this field, you’ll find that other training options are necessary depending on your specific goals (breath alcohol technician, certified urine specimen collector, etc.).

In addition, you’ll need to choose the course delivery method that fits your needs. While conventional classroom learning is available, online courses are preferable. They’re faster, more affordable, and deliver the same quality education.

There are numerous career possibilities within the field of DOT drug testing. Transportation companies are under a significant burden to ensure their employees are drug and alcohol-free, and the US government's regulations mean constant work in this area. That kind of demand means you can have your pick of employers or even start your own business. The first step is to become qualified. How do you become DOT certified to become a drug testing sample collector?

What's a Sample Collector?

Given the job title, a sample collector does what you imagine. It is this individual's responsibility to collect urine samples for testing at the laboratory. However, there's more to it than just handing over a plastic cup to DOT company employees – a good deal more.

Sample collectors must be familiar with several things, including the following:

Employees: You'll be responsible for dealing with the actual employees providing the sample. You need to be able to provide them with the information necessary to complete the process and obtain their identification.

Inspection: People will try many things to pass a drug test. You are the last line of defense here. You'll have to ask employees contributing samples to empty their pockets, check the contents for anything that might interfere with the sample, ask them to leave briefcases and purses outside, and possibly even supervise the sampling process.

Records: Sample collection requires a good bit of record-keeping and organization. Samples must be labeled per industry standards and documented at several steps along the way to the lab.

Proper Training

Training and certification are the first steps in becoming DOT-qualified to become a drug testing sample collector. This can be tricky – ensure the training provider you choose specializes in training DOT sample collectors. Non-DOT drug testing is very different, and the training process is not the same.

With the right education provider, you'll have everything you need to become DOT certified and a drug testing sample collector.